Maybe you’ve even said it yourself. Do you feel like the only constant in your organization’s life is change itself? Well, you’re not alone.

Over the course of the past 50 years, managing change has become an increasingly important obligation for organizations throughout world. The need and desire for change has led organizations to search for answers as to how best to plan for the large scale change they must now be equipped to face. In order to understand and manage this change more effectively, the related disciplines of organizational development and training were developed. Though organizational development and training are inherently different, the two posses many similarities and complement one another in leading organizations to successfully manage change.

I would highly recommend Rising Sun Consultants to any organization looking to improve their leadership and supervision while developing a healthy organizational culture. They listened to our needs, asked thoughtful questions, and helped us to see the various sides of any issue we have brought to them.

— Jessica Zasadni, Director of Human Resources, Sechan Electronics

Though many organizations face unplanned or unexpected change, it is the implementation of planned change that is most crucial for the success of any organization today. Organizational cultures, and continuous demands of the market, have forced organizations to be prepared to recognize and invite change. In order to meet these demands, organizations typically turn to organizational development and training.

Whenever change occurs, transition goes with it. In order to be effective, we need to involve the people affected by the change in the change process. We need to allow a process to occur which deals with people’s emotions. There needs to be intentional efforts made to allow people to experience their losses and deal with their emotions. However, people are unique. We don’t all adjust emotionally at the same pace or in the same direction. You will always find individuals who accept and embrace change easily and quickly. You will also always find people who need more time and support to work through the change process. Do not assume these people don't care or are unwilling to get on board with the change. Take the time to involve them, to engage them and support them through their feelings. You will find that some of your greatest advocates of the change you desire will be those who struggled with it the most in the beginning.

10 Keys of effective supervision

The 10 Keys of Effective Supervision: Building Healthy Organizational Cultures through Servant Leadership is the culmination of more than a decade of study and research involving our corporate clients, as well as the hundreds of people who have attended our seminars and workshops on the 10 Keys of Effective Supervision™.

The 10 Keys™ approach differs from that used by many organizations as we see supervision as having more to do with coaching than strictly instruction and accountability. From our perspective, the supervisor’s role should have a balance between high expectations and accountability and establishing a culture that encourages individual growth and development.